Under German employment law, proof that an employee has received a letter is not just a formality—it’s a critical legal requirement. For a notice of termination to be legally valid, the employer must be able to prove it was delivered. Failure to do so can render the termination void, leading to costly legal battles and extended salary payments. This raises a crucial question for employers: Which delivery method is legally sound? In a recent decision highlighting this issue, the Hamburg Regional Labor Court (LAG) found that even a registered letter sent via “Deutsche Post” is not sufficient to provide prima facie evidence of receipt.
